The Office Christmas Party: Joy, Pitfalls and the Code of Respect

Jane Sunley, Co-founder, Hendrick & Hyde

Every year, as December approaches, the same question comes up: how to celebrate together at work without it ending in embarrassment, exclusion, or an HR nightmare?

The festive season can provide a wonderful opportunity for connection and morale. However, it can also highlight the fault lines in culture, inclusion and leadership. A Christmas event tells you far more about how an organisation really behaves than any strategy document ever could.

When goodwill goes wrong

We’ve all seen or heard the cautionary tales. The CEO who threw a punch after hours and blamed ‘the after-party.’ The team who trashed a hotel room booked under the boss’s name. The person who made a drunken promise of promotion that later became a tribunal claim.

Let’s face it, most travel people love to let their hair down after another challenging year draws to a close.  What’s common to most of these cases is not the alcohol or the chaos though, it’s the lack of foresight. Too often, organisations assume that because it’s ‘out of hours’ or ‘off-site, normal codes of conduct no longer apply. They do.

Work-related events remain work-related, even after midnight. That means your policies, duty of care and legal responsibilities still stand, as do the consequences if they’re ignored.

The inclusion blind spot

Not everyone loves the idea of the office party. For some, it’s an unwelcome social pressure. Neurodiverse colleagues may find it overwhelming. Those who don’t drink, or whose beliefs don’t align with Christmas traditions, can feel uncomfortable or excluded.

It’s important not to make assumptions about who celebrates Christmas or why. Some employees may observe different faiths or none at all. They shouldn’t feel awkward declining invitations or guilty for preferring to spend their time or energy elsewhere. A quiet “thank you” or a simple gesture of appreciation can go much further than forcing festive cheer.

True inclusion means recognising that one size doesn’t fit all. The most forward-thinking organisations now offer choice, perhaps an optional event, or the alternative of putting that budget into a bonus, a donation or time off. It’s about respecting how people want to celebrate, or not.

Setting the tone

Leadership sets the tone, long before the first glass of fizz is poured. Make sure communication is clear:

• Attendance is optional.

• Expected standards of behaviour apply throughout.

• Boundaries around alcohol, consent, and respect are non-negotiable.

Equally, leaders should be visible and measured on the night. There’s nothing worse than a senior manager leading the charge at the bar,  or worse, becoming the story themselves.

Planning for safety and sense

It’s not un-festive to plan. Organise transport home. Have designated ‘safe hands’ who stay alert to how things are unfolding. Think through the end of the event,  where it finishes, and who’s responsible if people continue elsewhere.

A little care around the logistics now will go a long way to protecting company,  people and reputations.

The morning after

If something does go wrong, deal with it swiftly and fairly. Investigate, acknowledge, act, apologise if necessary, learn and move on. A single incident doesn’t have to define your culture, but ignoring it will.

The spirit that matters

At its best, a festive celebration is a reminder of why people enjoy working together. It’s a chance to thank, connect and celebrate the year’s achievements. The measure of success isn’t how late the night runs though, or how drunk everyone gets, it’s how respected, included and safe everyone feels.

So this year, by all means raise a glass or two, just make sure your culture, not your bar tab, sets the tone for celebration.

Side box:

Five top tips for including those who don’t celebrate Christmas

Inclusion doesn’t mean everyone has to join in. Some people mark the season differently, or not at all, and that’s fine. Here are a few simple ways to make sure everyone still feels valued and respected:

1. Ask, don’t assume. Not everyone celebrates Christmas, and some may prefer not to discuss it at all. A simple, open question such as “How do you like to mark the end of the year?” shows respect without pressure.

2. Offer genuine choice. Make it clear that attendance at festive events is optional. Some people might prefer a voucher, a charity donation, or time off instead.

3. Keep language inclusive. Use terms like end-of-year celebration rather than Christmas party, especially for all-team communications.

4. Decorations can be seasonal without being overtly Christian, think winter greenery, lights, colour, warmth.

5. Show equal appreciation. A short personal note, a thank-you coffee, or recognition in a team meeting can feel more meaningful than a party someone didn’t want to attend.